What are the lawsuit possibilities for firing a union employee? How difficult is it to fire a union employee?

Asked over 1 year ago - Los Angeles, CA

Our dept. belong to a union. I have a co-worker who is unproductive (blatantly on the internet all the time) and have made unreasonable verbal comments against other employees (i.e. weight, appearance and boyfriend). In addition, this co-worker cannot be given any other job tasks other than scanning documents (his main job) because he cannot perform the other tasks given to him correctly. This co-worker has been in the dept for 5 years and many complaints against him have been addressed to HR and Dept. Manager both by former and present employees.

Attorney answers (3)

  1. Christine C McCall

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    Answered . The decision to terminate an employee is almost always based on a multiplicity of factors, many of which may not be visible or known to co-workers. You cannot cause your co-worker to be fired, but it is not uncommon for an employee to hurt their own employment by trying to cause discipline or termination of another worker. Step back from this situation and figure out ways to disengage emotionally on this issue -- it is not in your control. Only your own performance as an employee is squarely within your control.

    No legal advice here. READ THIS BEFORE you contact me! My responses to questions on Avvo are never intended... more
  2. Marilynn Mika Spencer

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    Answered . I recognize it is frustrating to see a coworker apparently shirking his duties or not functioning up to par. But discipline is a management responsibility. Management has its reasons, whatever they are, to allow this employee to remain employed. There may be things going on that you know nothing about. Perhaps this employee has a reasonable accommodation for a disability, in which case the employer is prohibited from letting anyone know. Maybe the employee is on a last chance agreement and will be gone next week. Or maybe management is doing a poor job. Whatever is going on, it is between management and the employee, no matter how annoying this coworker is to you and others.

    However, if the comments this employee makes are extreme enough to constitute sexual harassment or another kind of harassment, you should not have to endure this abuse in silence. File a complaint with HR. This triggers a duty on the part of management to investigate. If management is doing its job, at a minimum, the employee will be questioned. If the comments persist and management does nothing about it, ask your union to file a grievance.

    Before you complain, be sure the comments truly are unlawful harassment. Unlawful harassment is a form of discrimination. To be unlawful, the harassment must be must be based on a protected category, such as race, sex, religion, disability, age (40 and over), pregnancy, or genetic information. Harassment is also illegal if it is based on whistleblower status, taking or needing family leave, or some other protected category.

    Harassment can include verbal conduct, slurs, derogatory comments, comments or questions about a person's body, appearance, religious, or sexual activity, or indication of stereotyping. Harassment can also include offensive gestures, sexually suggestive eye contact or looks, mimicking the employee in an insulting way, and derogatory or graphic posters, cartoons or drawings.

    Harassment is unlawful when the conduct is either severe or pervasive enough to create an abusive environment. Severe conduct would include most physical contact and many types of threatening, vulgar or degrading conduct. Pervasive conduct is widespread, happens frequently and/or in many situations. One offensive statement is not pervasive, but the same comment made over and over again may be pervasive.

    I hope you can resolve your situation and wish you the best.

    twitter.com/MikaSpencer *** All legal actions have time limits, called statutes of limitation. If you miss the... more
  3. Neil Pedersen

    Contributor Level 20

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    Answered . Being a member of a union usually means that there are more procedural safeguards in place before a termination can occur, meaning that there are processes put in place to address issues of discipline, including contractually agreed progressive discipline schemes. Additionally, in some situations there are greater protections contractually agreed to related to management/labor relationships, meaning that some collective bargaining agreements will make certain management conduct off limits that is otherwise not unlawful outside of the collective bargaining agreement arena.

    There is a perception by many employees and some supervisors as well that it is darn near impossible to terminate certain union employees. While not true, some unions make the employer jump through so many hoops that some supervisors simply abandon trying to run that gauntlet.

    Ultimately, if the employer wants to discipline or terminate this employee, it has every right to do so based on what you say is occurring. It is fully within the employer's discretion to let this employee play solitaire at his desk if that is what the employer wants. However, once that employee crosses the line in terms of unlawful harassment, discrimination or retaliation, the employer has an affirmative duty to protect you and your co-workers from that unlawful conduct. If he gets too personal and starts engaging in sexual harassment, or harassment based on some other protected conduct, use the company's reporting mechanism to get that protection.

    Good luck to you.

    This answer should not be construed to create any attorney-client relationship. Such a relationship can be formed... more

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